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What is eLearning?

New To HR
New To HR

Organizations nowadays are expanding both regionally and internationally, and have to adopt to new ways of working, especially field-work requires enormous flexibility and mobility from employees. Thus, this has created difficulties for companies to gather employees together in order to train, develop and communicate at the same time. E-learning may be the solution for this problem. By enhancing knowledge skills and know-how to employees, where in particular the employee has control over and personally customized whether what, when, where and how he/she learns.

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E-Learning

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Definition of E-Learning
E-learning is defined as;
“Learning that is delivered, enabled or mediated
using electronic technology for the explicit
purpose of training in organisations”
or
“Any form of learning that utilises a network for
delivery, interaction or facilitation… The learning
could take place individually or as part of a class”

Chartered Institute of Personnel & Development
What is E-Learning?
• E-learning refers to the use of Internet
Technology to deliver and enhance knowledge,
skills and know-how.
• It is a new approach to learning where the
Learner has control over What, When and Where
he/she Learns.
• E-learning can be an intiated program in a
corporation, institution or at individual level
• Focus on Learner

– Designing, developing, delivering and assessing learning
Types of Technology
• Technology enables and provides support for
learning;
‘it is used primarily to increase the effectiveness
of learning or to increase access to learning’
• Types of Technology for E-learning
– Audio, Video
– Web forums, Web Pages, Newsgroups
– Tele-conferencing, Video-conferencing
Is E-Learning a common tool?
• Nowadays e-learning is part of training delivery.
– Types of e-learning
• Web-based Training
• Supported/Unsupported Online Learning
• Informal e-learning

Charted Institute of Personnel & Development 2007
Benefits of E-Learning
• Focusses on needs of Learner, not ability
of trainer
• Flexibility of Learning
• Effective use of time for both employee &
trainer
• Economies of scale for all parties
• Technology can expand reach and range of
traditional learning faculties

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What is eLearning?

  • 2. Definition of E-Learning E-learning is defined as; “Learning that is delivered, enabled or mediated using electronic technology for the explicit purpose of training in organisations” or “Any form of learning that utilises a network for delivery, interaction or facilitation… The learning could take place individually or as part of a class” Chartered Institute of Personnel & Development
  • 3. What is E-Learning? • E-learning refers to the use of Internet Technology to deliver and enhance knowledge, skills and know-how. • It is a new approach to learning where the Learner has control over What, When and Where he/she Learns. • E-learning can be an intiated program in a corporation, institution or at individual level • Focus on Learner – Designing, developing, delivering and assessing learning
  • 4. Types of Technology • Technology enables and provides support for learning; ‘it is used primarily to increase the effectiveness of learning or to increase access to learning’ • Types of Technology for E-learning – Audio, Video – Web forums, Web Pages, Newsgroups – Tele-conferencing, Video-conferencing
  • 5. Is E-Learning a common tool? • Nowadays e-learning is part of training delivery. – Types of e-learning • Web-based Training • Supported/Unsupported Online Learning • Informal e-learning Charted Institute of Personnel & Development 2007
  • 6. Benefits of E-Learning • Focusses on needs of Learner, not ability of trainer • Flexibility of Learning • Effective use of time for both employee & trainer • Economies of scale for all parties • Technology can expand reach and range of traditional learning faculties
  • 7. Challenges to E-Learning • Employees and organisation will have to overcome several obstacles; – – – – – – – – Organisational Change Administrative structure Technical expertise, support and infrastructure Social interaction (face-to-face) & program quality Threat of Technology (fear of the unknown) Legal Issues (data protection, cross country) Evaluation and Effectiveness Access
  • 8. Example Case… Organisation using E-learning • Reasons for implementing E-learning programme: – Mobile employees, regular re-training & information updates – Infrastructure (limited) – Time differences • Company has developed E-learning policy that encourages and gives every employee the change to develop and learn in both employer and employee’s time!
  • 9. Other Organisational Success Factors – E-learning intiative evaluated against standards set at strategic planning stage • improved business performance • compliance training (IIP, ISO) • ROI – Challenges of managing, organising and sustaining • Standards being a consideration, which ones to pursue – Teaching and Learning Technologies to make any aspect of learning design, development and delivery process more efficient. • Developing technologies could impact E-learning • Resource and research sites valuable for exploring Elearning
  • 10. What else to think off? – E-learning demands new attitudes on the part of the learner and trainer – E-learning is more effective when blended learning is used (combination of traditional and new methods) – The primary needs for use in an organisation is determined by the value and impact of E-learning
  • 11. Final Thought on E-Learning Is it applicable to the Learner and does it actually add value to the bottom-line…